In a recent Ontario decision, an employee successfully sought default judgment for a wrongful dismissal claim. The employee's evidence was uncontested and the facts set forth in the Statement of Claim were deemed to be true.

The appellant's approach amounts to a suggestion that even an employee in a highly safety sensitive position who knows precisely what he is doing can unilaterally and in a secretive manner disregard the profound safety obligations of his employment not only to the employer but to his co-workers.

In July 2011, Mr. Zambito began work as a union organizer for the respondent Central Eastern Canadian Organizing Fund, that assisted the respondent union ("the respondents") in organizing non-union workers.

The employer thought that he had complied with his legal obligation to the employee as he had given her approximately four months' working notice that exceeded minimum notice under the Ontario Employment Standards Act.

A May 2015 British Columbia Human Rights Tribunal awarded $15,000 in damages for injury to dignity, feelings and self-respect to a former employee who alleged hurtful, frequent and unprovoked comments by his employer.

The adjudicator improperly distinguished Re Thompson General Hospital, which stands for the proposition that in certain circumstances, employers may demand further medical information of employees before allowing them to return to work after being on sick leave.

We recently reported on a decision that we believe is the first Twitter disciplinary decision in a grievance arbitration in our blog Putting out a fire: Inappropriate tweets result in unpaid suspension for firefighter.

In what we believe to be a first in Canada, a unionized employee has been disciplined for inappropriate twitter comments. The employer’s decision to discharge the employee was set aside in favour of a three-day unpaid suspension.